Accelerated Development Program for
PHE WMO Production Operators
Allan Maulana Atmaja
PHE WMO
Bangkitkan Energi Negeri
Division of Topics
3.
Program
Philosophy
2. Background &
Objectives
4.
1. Company
Programs
Profile
Design
6.
Success Story
7. 5.
Conclusion Lesson Learned
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1. Company Profiles
PHE WMO MILESTONES
1981 – May 2011 : Operated by KODECO
ENERGY CO. LTD
May 2011 – 2031 : Operated by PHE WMO
Production rates : Oil 23.000 BOPD;
GAS 106.254 MMSCFD
Total Employee : 520
The 9th biggest oil company in Indonesia
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2. Backgrounds & Objectives
WHY We Need Accelerated Programs ?
Current Conditions Objectives
- Production Trends - Meet the manpower
Increased (2009) needs
- Opportunity prospect - Build a Training
Candidate new Oil & Gas Development Programs
Wells systems for production
- Many Employees Retiring operators position
in 3 year (prod Dept). - Business operation
- Not available standards
development systematic - Knowledge Management
standard for production
operator position
Strategies Resources
To Buy Limited
To Borrow Sustainability
To Build Possible – We Need
(Need Time to
Accelerated
build)
Programs !
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3. PROGRAM PHILOSOPHY
Objectives Development Strategy
This programed design for • Classroom Program 15 Days
Operator with Accelerated • On the Job Training 34 Weeks
Training Program to enhance • Coaching Programs with Coach 1 Year
Operations Competencies in
• Pairing Programs 1 Year
one year basis.
Target & Sources
Fresh graduates with
academic diploma/polytechnic
with backgrounds (electrical,
chemical, Mechanical,
Industrial Engineering).
Program Conductor
• Prod dept
• HR Training Services
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4. PROGRAM DESIGN
Identified Identified
Program Program
Capture STAR Training Assessments
Implementation Evaluation
methods Tools
Program Planning Program Implementation Program Evaluation
• 15 unit of Competencies has selected from 32 • Recruitment • Competency
Unit of Operations Technical Competencies process -Campus Level Index New
• Training Methods Recruitment Operator has
• Off the Job Training – lecture classroom, • Onboarding Basic Application
video presentation, simulation and self Program-Involved levels or (levels
study Management & 2)
Result
• On The job Training – Job Instruction Production Head
technique, Job Rotating, Coaching. • Implementation
• Assessments Tools Program-(3 Phases
• Pre & post Test (Classroom) (345 Programs)
• Technical Competencies (Interview, (OJT 70%, Coaching
demonstrating SKILLS) by Mentors 20%, Classroom
• Soft Skills (Interview) 10%)
• Panels Interview by SME Teams • Pairing
Assignments with
the Sr. Operator
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5. Lesson Learned
After having review of this program, then following items are things
incurred from the program :
• Gain Management Commitment
• Talent War
• Culture Shock
• Previous employee feels not comfortable
with this new program.
• Post Program (next career & retention
program).
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6. Success Story
Since 2010 implementation ODP Program
• Five batches have completed this ODP
program
• 57 trainees have participated
• 92.5% have passed
1) Success rate in the fulfillment of the needs of manpower
2) Succeed participant has become a reliable operator.
3) 5 participant become a Leader
4) Work life balanced has increase.
5) The ODP program has become a reference material for program
development technician program in PHE ONWJ and PHE
subsidiaries.
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7. Conclusion
1) Competition within Oil & Gas industry in talent recruit and
availability resources has high influence in manpower strategy.
That’s why options to builds are have to be made and implemented.
2) Training methods and is one of key success factor for the
Accelerated development programs achievements
3) The option creating customize modules to helps the participant
getting knowledge and skill faster.
4) Involve the coach from internal resources helps to engage and
getting ownership to the programs
5) using job instruction technique has indirectly helped in the
standardization work
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TERIMA KASIH
[email protected]
allan.atmaja
@atmaja79
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